Analyzing and Designing Work Startedon Tuesday, 11 February 2025, 2:44 PM State Finished Completed on Tuesday, 11 February 2025, 2:46 PM Time taken 2 mins 15 secs Question 1 Job analysis information is primarily used for developing Correct Mark 1.00 out a. job descriptions and job specifications. v of 1.00 b. HR policies and procedures. F nag c. staffing tables. question 4. skills inventories. e. organization charts. Question 2 The collection of tasks and responsibilities performed by one person is known as conect Mark 1.00 out, a. an occupation. of100 b. ajob analysis. y Fag ve destin c. aposition. v 4. ajob description. e. ajob specification. Question 3 The term "incumbent" refers to comect Mark 1.00 out a. the manager. cd b. the applicant for the role. F Fag ¢. the individual currently in the position. v question 4. the person who just resigned from the position. . the individual who has just been hired for the role.Question 4 What is a written statement of what the jobholder actually does, how he or she does it, and under what conditions the job is performed? Correct, Mark1.00 out a. Ajob specification oro b. Ajob description v ¥ Flag + + coe c. Ajob analysis d. Ajob standard e. Aposition analysis Question 5 Which of the following jobs could be analyzed effectively using direct observation? Correct Mark 4.00 out a. Design Engineer of .00 b. Forklift Operator v Flag question ewer d. Philosopher e. Human Resources Consultant Question 6 If, as a manager, you were to give the sales staff in your store the authority to resolve customer problems, including the authority to decide whether Correct to issue refunds or replace the merchandise, you would be using the technique of: Mark 1.00 out fof 00) a. job extension. ¥ Flag b. job enlargement. question oe c. job enrichment. v d. flexible work schedules. e. job involvement. Question 7 The objective of job enlargement is to: Correct, Mark 1.00 out a. engage workers by adding more decision making authority to their jobs. of 100 b. give employees more say in how their work is structured. y Flag ee . . . ae c. significantly increase the meaningfulness of the job. d. make the job less repetitive and more interesting. v e. decrease the complexity of the job.Question 8 Correct ‘Mark 1.00 out of 1.00 F Flag question Question 9 Correct Mark 1.00 out of 1.00 ¥ Flag question Question 10 Correct Mark 1.00 out of 1.00 ¥ Flag question Question 11 Correct Mark 1.00 out. of 1.00 ¥ Flag question Which of the following is true of competency models? panos ep They focus more on tasks and outcomes and not on how people work. They are only applicable to middle managers of an organization. They identify and describe a few competencies required for success in a particular occupation or set of jobs. They help HR professionals ensure that all aspects of talent management are aligned with an organization's strategy. V They are only applicable to the organization's supervisors and managers. Which one of the following interventions would NOT be consistent with the motivational approach to job design? pao sp Job enlargement Task specialization v Job enrichment Flexible work schedules Self-managed work teams ALTS Infosystems is a software consulting firm based in Ottawa. The firm uses a standardized job analysis questionnaire containing 194 questions about work behaviours, work conditions, and job characteristics that apply to a wide variety of jobs. In this scenario, ALTS Infosystems is using: a. b. & d. the Fleishman Job Analysis System. a work flow design. the Position Analysis Questionnaire. ~ a utilization analysis. a conjoint analysis. The first stage in work flow analysis is to identify the: a. b. ca d. e. work relationships within the work unit. outputs of a particular work u work processes used to generate the outputs of the work unit. v |. job requirements. inputs used in the development of the work unit's product.Question 12 The manager of a local grocery store introduces a short conveyor belt that requires customers to place their items on it prior to checking out. This Correct ‘saves the cashier from the physical strain of bending and reaching into the carts to retrieve the items. This change is an example of the Mark 1.00 out approach to job design. of 100 ¥ Flag a. job sharing ae b. flextime job enrichment = remote work e. ergonomic v